1. INNOVATIVE EMPLOYMENT STRATEGIES A NEW APPROACH TO GETTING ASD CANIDATES HIRED

2. Problem Large population of ASD Students with strong technical skills unemployed or underemployed Large population of ASD Students with strong technical skills unemployed or underemployed Parents actively involved as advocates Parents actively involved as advocates Candidates with good resumes, good GPAs and internships and/or relevant experience Candidates with good resumes, good GPAs and internships and/or relevant experience Colleges and Universities providing help with interview skills and access to recruiters Colleges and Universities providing help with interview skills and access to recruiters Job prospect ends at interview Job prospect ends at interview

3. “ A JOB INTERVIEW IS ABOUT CHEMISTRY ; PEOPLE LIKE HIM FLUNK WITHIN THE FIRST FEW MINUTES AND THEY NEVER GET TO TELL WHAT THEY ’ RE GOOD AT. ” PEOPLE LIKE HIM FLUNK WITHIN THE FIRST FEW MINUTES AND THEY NEVER GET TO TELL WHAT THEY ’ RE GOOD AT. ” - Thorkiel Sonne, founder of Specialisterne (The Specialists) talking about his son - Thorkiel Sonne, founder of Specialisterne (The Specialists) talking about his son

4. Anatomy of an Interview Hiring managers strive for consistency Hiring managers strive for consistency Treat each candidate equally Treat each candidate equally Same questions and approach for all candidates Same questions and approach for all candidates Determine skill and fit with company Determine skill and fit with company Assess ability to work on a team Assess ability to work on a team Evaluate passion for subject and motivation Evaluate passion for subject and motivation

5. Interview Pointers for Managers Introduce yourself and greet the candidate with a handshake and a friendly smile Introduce yourself and greet the candidate with a handshake and a friendly smile Use “ small talk ” to break the ice; ask about the weather or traffic Use “ small talk ” to break the ice; ask about the weather or traffic Look for enthusiasm in responses which indicate a passion for the topic Look for enthusiasm in responses which indicate a passion for the topic Ask open-ended questions, not just those which require a “ yes ” or “ no ” answer Ask open-ended questions, not just those which require a “ yes ” or “ no ” answer Consider using group interviews to assess team interaction Consider using group interviews to assess team interaction Ask one question such as “ why should we hire you?, you have no experience ” to learn how candidate responds in a stressful situation Ask one question such as “ why should we hire you?, you have no experience ” to learn how candidate responds in a stressful situation

6. CONDUCT = COMPETENCE Interviews rely heavily on body language and social clues Interviews rely heavily on body language and social clues Equate “ upbeat talk ” with passion and motivation Equate “ upbeat talk ” with passion and motivation Assume stilted or monotone answers mean inadequate skill Assume stilted or monotone answers mean inadequate skill Every candidate needs to display strong leadership skills Every candidate needs to display strong leadership skills

7. What do Hiring Managers Need? Awareness of depth and skill of ASD candidates Awareness of depth and skill of ASD candidates Assistance in identifying ASD candidates Assistance in identifying ASD candidates Permission/Encouragement to change the interview process Permission/Encouragement to change the interview process Education on alternate interview techniques Education on alternate interview techniques Understanding how ASD candidates work successfully on teams Understanding how ASD candidates work successfully on teams Confidence through role playing Confidence through role playing

8. Interview Training Or How to ensure top talent in your organization

9. How would you like an employee who Is gifted Is gifted Focuses on tasks Focuses on tasks Likes the details Likes the details Can visualize solutions Can visualize solutions Is a creative thinker Is a creative thinker Won ’ t take shortcuts Won ’ t take shortcuts Can remember huge amounts of facts Can remember huge amounts of facts Says what he means Says what he means Won ’ t participate in gossip Won ’ t participate in gossip

10. Then you need some new interviewing techniques You can’t solve problems with the same thinking you used to create them

11. How do you recognize an ASD interviewee? A Candidate with ASD may: A Candidate with ASD may: Not make eye contact Not make eye contact Seem uncomfortable in the chair Seem uncomfortable in the chair May fidget May fidget Have minimal change in facial expressions Have minimal change in facial expressions May not pick up on your changes in tone, expressions or humor May not pick up on your changes in tone, expressions or humor If you ’ ve met one person with ASD, you ’ ve met one person with ASD.

12. Changes to Interview Process From From Thank you and small talk to open interview Thank you and small talk to open interview Discussion about open position Discussion about open position Using behavioral interview techniques to get information Using behavioral interview techniques to get information Ask specific open-ended questions to assess technical skills Ask specific open-ended questions to assess technical skills To Thank you and specific question about resume Written detailed description of position Ask same types of questions using the Socratic approach to get information Provide a written problem to solve

13. Additional Interview Preparation Candidate may have spent hours practicing interview techniques Candidate may have spent hours practicing interview techniques Struggling to make eye contact Struggling to make eye contact Unusual speech patterns and tones Unusual speech patterns and tones Answers to questions can be very exacting or detailed and the candidate may need to be moved off subject. Answers to questions can be very exacting or detailed and the candidate may need to be moved off subject. Some comments may seem inappropriate; “ Don ’ t you want to ask me about….? ” Some comments may seem inappropriate; “ Don ’ t you want to ask me about….? ” The candidate may not pick up on clues that the interview is completed. The candidate may not pick up on clues that the interview is completed.

14. Next Steps Gather input from today Gather input from today Finish training module Finish training module Test with EP Alums and current candidates Test with EP Alums and current candidates Review with HR and Staffing professionals Review with HR and Staffing professionals

15. Your Turn Disclosure issues? Disclosure issues? What is missing? What is missing? What would help with an interview? What would help with an interview? Suggestions and ideas to add or eliminate Suggestions and ideas to add or eliminate